Research Paper: Diversity Consciousness Expanding

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[. . .] The characteristics ways of feeling, behaving and thinking is broadly defined as Culture. These characteristics are shared among identifiable group members. In a multinational organization, the elements of culture are observable and visible such as the religion apparel and the accent. "A third theme in the literature is that diversity has been linked to a variety of outcomes. Most commonly, diversity effects have been examined in relation to equal employment opportunities at the individual level (Cox & Nkomo, 1990).

From my point-of-view a migrant or an immigrant group can do four things. That group can reject its own culture, it can accept the culture of the host and reject its own culture, it can maintain both its own and the host's culture and last it can reject the host culture and accept its own culture only. A diverse group has to face a constant conflict process when working in any multinational organization. Whether the member of the respective diverse group has the position of a boss or working as an employee under the boss of the host culture; in both cases the diverse group member faces conflicts. "Diversity management practices consist of the set of formalized practices developed and implemented by organizations to manage diversity effectively among all organizational stakeholders" (Konrad & Yang, 2011)

There are several organizations that take the responsibility of blending all the available cultures. They have employees from various backgrounds and to bring them on one level they carry out diversity training. "Many organizations have made diversity training a standard for their supervisors and managers. Each branch offers numerous courses dealing with different issues related to diversity such as sexual harassment, equal opportunity and treatment and managing cultural diversity." (Moon, 2007)

It is true that no one can be taught diversity issues and blending of diverse cultures in just two or three hours. It is therefore expected that the employees take a step themselves in order to expand the diversity consciousness under the organization. At any professional level it is not acceptable that a diverse group is ignored or hated; the members of the diverse group may not lack in capabilities required to work in a multinational organization, but due to their diverse culture or religion they might be unacceptable. As far as I have researched for this project, I have found that culture differences are broadly acceptable by the youth. The youth is less bothered about the cultural differences, the diverse cultural factors become obvious when a person comes to a professional level. The body language, the way of communication, all exhibit cultural differences. While researching on various multinational organizations and interviewing their employees, I came up with a result that the employees themselves have to understand the diverse cultural differences. Adjustment takes some time but as long as the employees are willing to work together, they can successfully accept each other. Asians have some unique cultural values.

According to the western society Asians lack behind when it comes to communication. This is not the case; Asians and also Hispanic families have deep rooted cultural values and they respect others especially elders when speaking to them. This approach or behavior is less found in the western society or employees.

Interviews of Employees belonging to Three Different Field Sites

As I mentioned before, I selected three field sites and I interviewed three employees, each related to any one of the field sites. The first field site I selected was the restaurant business. Before meeting the person who works in a restaurant, I went through a few articles on the internet and I came across an article that explained how to interview a person belonging to a diverse culture; also if the restaurant owner is willing to hire him for the restaurant business. "The assumption of these theories seems to be that deep-level differences underlie surface-level differences, research has concluded that demographic characteristics do not consistently relate in a meaningful way with knowledge, skills, attitudes, or values (Harrison, Price, & Bell, 1998).

One of the famous restaurants in my town is "Food on your Platter." It has gained popularity in a very less period of time and I often go there with my family. I interviewed the restaurant's manager; his name was Simon Miller. He was 32 years old guy with a smiling face all the time. One thing that I liked about him was his welcoming attitude. I asked him a series of questions regarding his age, qualification, family background, cultural values, friends, his hobbies and etc. He and his family migrated from India. They were Christians and belonged to a lower class family. Despite of being Christian he had seen his family following several Hindu traditions since his childhood. He was a vegetarian and he faced a lot of difficulties after he was selected as a waiter at the restaurant. He was very efficient and within six months he became the manager of the there. I asked him about the conflicts and criticism that he faced when he was appointed as a waiter there. Since he was a vegetarian, he had to serve meat and chicken dishes as well. The left over food in the restaurant was served to the waiters so that nothing goes waste. Being an Asian he had always seen his mom and sisters in decent dressing. Here Simon had to see girls in short clothes working with him as waitresses. Also he used to keep a distance while communicating with women and girls working in the restaurant. He could not eat egg, meat or chicken no matter how hungry he was. He faced difficulties being an Asian; the only reason he was made the manager of the restaurant was his honesty and efficiency. In order to blend in the cultural differences, Simon started to make friends. He always behaved friendly with all the waiters working with him. He learned the new cultural values here and soon he was made the manager of the restaurant.

The second person I interviewed was an Asian laborer. He worked at a construction site, where a shopping mall has to be built. His name was Raj Machandera. He had migrated from Sri Lanka. He too faced a lot of diverse culture issues when he got the labor job at the construction site. I met him at a barber shop. He was 28 years old, when he introduced himself to me, I found him as the right person to interview for my project. I did not expect that I will be able to find people from diverse cultures working in my town at different field sites. Before moving further I would like to quote the blending of diversity at work. Diversity terminology can have a direct positive or negative influence on people" (Pati & Bailey, 1995)

He told me that first he was not accepted among the group of laborers since they all were already living in the western society. Only he was the one who was a Sri Lankan and somehow he managed to get a job here. He had a different way of dressing, communicating and working. He felt as if he is an odd one out. He decided to work quietly and used to make required communication only. Slowly his fellow workers started to know him and his personality and then he managed to make a place of his own. He had a different religion and language but he tried to learn their language as quickly as possible. According to Raj, it was his willingness to work with the rest of them. He had to maintain his own culture within himself and had to accept the host culture as well. He further added that he might have not blended his diverse culture factors so quickly if there was another laborer having the same or a different diverse cultural background too.

Last but not the least, the third person I interviewed was an Indian too. His name was Rajesh Chaawla. He worked in a multinational organization (a telecom company). He was working on the post of Vice President of the company. To interview an employee working in a multinational organization and having a diverse cultural background was my main objective. I wanted to know all about him therefore I asked him a series of questions. I was surprised to know the behavior of his fellow employees in the beginning of his career at the respective telecom company. Rajesh Chaawla was now 40 years old and he was an Indian. His family had migrated a long time back but they had followed their own culture and traditions very strictly. Initially he had very difficulty finding jobs. Luckily he got an opportunity to work in this telecom company. He was very happy to be a part of it but soon he started facing conflicts with his co-workers. Difference of language, religion and the overall outlook; he started to feel isolated. He faced several misunderstandings due to difference in the cultural interpretation. Initially his language was a… [END OF PREVIEW]

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Diversity Consciousness Expanding.  (2012, July 24).  Retrieved April 20, 2019, from https://www.essaytown.com/subjects/paper/diversity-consciousness-expanding/2365452

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"Diversity Consciousness Expanding."  Essaytown.com.  July 24, 2012.  Accessed April 20, 2019.
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